Georgetown, Guyana


The SHRO is responsible for managing the administration of the Human Resources policies and procedures as well as the supervision of the Human Resource Officers. The SHRO will be responsible for the following functional areas: HR departmental development, employee relations, training and development, benefits, compensation, organizational development, job evaluation/analysis, and other employment related functions. The SHRO assists in leading the Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity, goal attainment, and the ongoing development of a superior employee base.


NB. Each item includes meeting KPI targets, compiling and submitting KPI reports.

Approx. % of time annually

1.       Training

§  Spearhead the development of the Training Plan and manage the training budget. Identify training and development needs within the Company through job analysis, performance appraisals and regular consultation with managers.

§  Design, amend, revise, conduct and expand training and development programmes inclusive of e-learning packages based on the needs of the organization and the individual.

§  Evaluate employees and Managers’ feedback regarding trainings to continuously meet their needs as well as improve our training efforts and offerings.

§  Research new technologies and methodologies in workplace learning and present this research.

§  Successfully manage the talent within the Company to ultimately aid with the successful completion of the succession planning exercise.

§  Work alongside the Human Resource Manager to drive leadership development programs and team building activities.


2.       Compensation

§  Coordinate annual salary increase exercise and bonus payments.

§  Develop, analyse and update the company’s salary budget.

§  Research compensation trends and review compensation surveys.

§  Work closely with the HR Manager to implement and revise the Company’s compensation program as needed.

§  Develop and implement compensation policies.


3.       Employee/ Industrial Relations

§  Advise management on processes related to discipline, grievances, harassment, discrimination and termination.

§  Coach managers in managing performance and conducting difficult conversations.

§  Conduct investigations on claims of policy violations, illegal acts or unfair treatment.

§  Prepare disciplinary letters, coordinate and participate in disciplinary meeting and hearings.

§  Liaise with the Labour Ministry or any other recoganized labour advisory bodies regarding employee/ industrial relations matters.

§  Manage the employment related process from onboarding to termination or end of contract to ensure statutory compliance or risk minimization.

§  Review, maintain, develop and execute HR policies, Standard Operating Procedures (SOPs) and programs to limit or control non-compliance.

§  Provide support to employees in the interpretation of HR policies and guidelines.


4.       Performance Management

§  Coordinate the execution of Performance Management programs, systems, and processes and aid in Performance Review Appeals.

§  Support the employee performance review processes by ensuring cohesive steps are in place to achieve best results.

§  Monitor and Report on Performance Reviews – to identify Non-Performing employees, assist Managers in the development of Performance Improvement Plans (PIPs) and monitor and report on PIPs.

§  Assist in ensuring that performance methods, tools, and training are developed, maintained, and integrated with other HR programs, operations, and technologies.

§  Run, manage, and share reports pertinent to Performance Management inclusive of the identification of trends in performance reports and suggestion of improvements.

§  Assist with the creation and adoption of clear, concise, integrated and value-added talent review structure.

§  Assist with design, development, implementation, and maintenance of career progression and paths for employees.

§  Identify critical competencies for each job family, and each role within a job family, maintaining the competencies database.

§  Assist in reviewing methods to achieve business goals and create an internal bench of top talent and provide employee career growth opportunities.

§  Gather performance data of key talent so development plans can be created, put in place, and achieved.

§  Collect, analyze and maintain data gathered from the succession planning process.


5.       Benefits

§  Review and recommend enhancements to the existing benefits program to meet the needs of employees and managers.

§  Introduce and implement an employee Pension Plan.

§  Oversee leave management and advise employees and managers on procedures, programs and regulations around leaves of absence.

§  Support the development of the recognition/retention program for staff by the development and implementation of a workable Performance Incentive Scheme.


6.       Organization structure

§  Ensure Job descriptions are kept current for all positions within the Company and that all employees sign off on their job descriptions (JDs).

§  Ensure the Company’s head count report and organisation chart is kept current.


7.       Key Performance Indicator (KPI) Management

Manage technical KPI targets for the department ensuring reporting frequency and the format for reporting is adhered to, in order to ensure each technical KPI is met.






·         A minimum of a Bachelor’s degree in Human Resource Management or Business Management,

·         A Master’s degree in a related field will be an asset.

·         Certification in Industrial Relations

·         Minimum of 2 years HR experience at the supervisory level in a similar position

·         Considerable knowledge and experience in Labour Legislation and Regulations and Practices of Industrial Relations

·         Advanced knowledge of Microsoft Office Suite



·         Responsible for the supervision of the Human Resource Officers to ensure the achievement of their KPIs.


·         Maintain standards of safety and comply with Company’s Health, Safety & Environment Management System requirements.

·         Observe all health and safety rules and regulations.

·         Stop all work if any unsafe conditions exist or unsafe practices are observed.

·         Report any unsafe conditions or practices to your supervisors.

·         Understand how to perform jobs assigned in accordance with operating procedures and/or work instructions.

·         Do not undertake any job you do not understand – ask your immediate Manager once there is any doubt.

·         Wear and use all safety equipment required to ensure the safe execution of the specific job.

·         Participate in mandatory toolbox meetings, safety meetings and training sessions (internal and/or external) as required.

·         Report all incidents immediately to your Manager.

·         Cooperate during incident investigations so that the incident causes can be determined and corrective action taken.

·         Tag and Report all defective tools or equipment immediately.

·         Adhere to the guidelines stated in the Policy Manual. 


·         Organizational skills and the ability to understand detailed information.

  • Proven sense of professional discretion, integrity, and ability to manage situations diplomatically and to effective resolution.

  • Proven ability to plan long-term, organize priorities and work under pressure with detail orientation and professional grace.

  • Diplomatic and strong acumen in establishing positive working relationships with employees and all other stakeholders to maximize cooperation and productivity.

  • Strong with numbers: numbers-oriented, as this role involves quantitative analysis.

  • Analytically inclined: required to analyze trends, surveys, and spreadsheets as to determine compensation and benefits strategies.


·         Physical demand - Primarily Office / Work from Home.

·         May attend virtual or in-person conferences, workshops, meetings, etc.

·         Will be required to be on site visits from time to time (shore base, ports, vessels, etc).

·         Foreign travel is possible.